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(a)
the existing establishment of nursing staff in different ranks in each of the hospitals under the management of the Hospital Authority;
(b)
(c)
the existing shortfall of nursing staff in different ranks in each of these hospital; and
the wastage figures of nursing staff in different ranks in each of these hospitals in the past three years?
Reply:
Manpower planning forms part of the Authority's annual planning process which takes into account the resource input and quality outcome of new initiatives or service improvements. The strength of nursing staff in public hospitals as at end of March 1996 is summarised in the table at Annex.
Nursing manpower planning is a dynamic process which must be examined in the light of prevailing circumstances unique to cach hospital. To facilitate this process, the Hospital Authority has developed a set of indicators and a patient dependency model to assist managers in assessing their manpower requirements to meet operational needs. The Authority is currently working with individual hospitals as well as frontline nurses to verify and refine these tools.
The staff turnover rate for various nursing grades from 1993/94 to 1995/96 is provided below:
Nursing Staff Grade
1993/94
1994/95
1995/96*
Nursing Officer and above
6.6%
8.4%
7.5%
Registered Nurse
8.1%
11.1%
10.2%
Enrolled Nurse
9.8%
12.5%
8.5%
Student Nurse
18.0%
23.9%
11.3%
Pupil Nurse
20.3%
22.2%
13.6%
Total
9.5%
12.2%
9.8%
* including provisional figures for March 1996
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